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Ariel Lindenfeld
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author avatarit_user156036 (Project Manager at a media company with 501-1,000 employees)
Vendor

I fully concur with Dana Murphy (see in comments). In all the requirements, ensure the TMS / LMS / HCM system you choose can grow with you as well. For most a system that also has fully incorporated an Agile or at least Agile-like on-going development practice is highly recommended.

author avatarit_user576771 (Senior Business Consultant at a consultancy with 51-200 employees)
Consultant

This is a very subjective question, and every client would answer it differently. The best approach is to create a thorough list of requirements, and then weight them based on the organization's priorities. There are so many features of talent management solutions, so understanding what is key for your organization will help when you start evaluating all of the different solutions in the market.

author avatarit_user394863 (Managing Partner at a tech services company with 51-200 employees)
Consultant

When evaluating a talent management solution there are many points to consider. These points range from :

--The ability and functionality need to post positions (boards, social media). This depends on the audience you want to reach

--The ability to screen applicants based on requirements, knock out questions or past history.

--the desired functionality needed to review resumes, schedule interviews and share calendaring.

--The solution should meet the needs of the business to capture , share and distribute notes as part of the interview process and finding with the different decision makers within the organization.

--the solution should provide the ability to generate templates for offer letters, as well as additional communications to be shared with other areas of the business (policies, handbooks, etc...)

--if you are using and ERP to house all employee data, the solution should offer the ability to integrate the talent data into the HR system with a certain level of integration.

Hope this helps

author avatarit_user167550 (Director at Self)
Vendor

There are many moving parts, but I think there are two critical ones:
1st - integration with your HR tools. A great solution creating data that cannot be related to your current HR KPI, that cannot be consolidated and analyzed - is largely a waste of time and money.
2nd - usability. The only way to get user adoption without forcing your workers to waste time on a non-productive tool is to make sure it is simple and intuitive, with mobile access so it can be used during all those dead commute time.
Once you start discussing functionality, then it is down to the details, and you really need to first identify your pain points and your priorities.

author avatarAli Alenah ()
Real User

Performance and goals monitoring

author avatarit_user660990 (Customer Engagement Executive, Asia Pacific & Japan at a tech vendor with 10,001+ employees)
Vendor

Decision to choose the TALENT Mgmt solution is far more simpler if these pre requisites are well thought of by the organisation HR Leadership.
Step 1: Understand your organisation and its tolerance to Change management.
For eg: Moving Talent management process from Pen & Paper/ Excel spreadsheets process to Highly complex system in a manufacturing setup would be too overwhelming for the employees in the organisation. In this case there can be a fair chance that there will be high resistance to use this new system, which might distort the entire HR vision towards Talent management.

Step 2: How should the new Talent management process should look like?
Usually organisations move to upgraded Talent Mgmt process as part of HR Audit findings and need for retaining/ nurturing Talent within the organisation. So it is always good to be transparent and clear on the objectives / outcomes derived out of this new TM process.

Step 3: HR Leaders need to align this thought with Business Leaders with a commitment / signoff to support this Change management initiative. If this is signed off successfully, half the battle is won in making the Solution successful.

Step 4: Consolidation of requirements for evaluation of solutions
1. Budget?
2. Scale of deployment - Local or Global,
3. Type of workforce - Mobile / Office based?
4. So on
Based on these parameters, the customer can choose whether to go with a decision whether to go for a On Premise Solution / Cloud based solution.
On evaluation the customer needs to take into consideration the credibility of the vendor and if it meets their requirements.
Sustainability - Talent mgmt is a long term process, so it needs to be with a sustainable and a trusted vendor
Flexibility to make change in configurations:

Some of these pre-requisite and evaluation steps which customer can use before evaluating TALENT managment systems
Hope this helps

Cheers, DK

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What is Talent Management?

Talent Management Solutions are dedicated HR software strategies or systems that improve employee recruitment processes in large organizations. Talent Management web-based and mobile technology solutions are also designed for maximizing employee development and retention. Talent Management is able to target successful “assets,” managing required skills and capturing the potential of standout employees who meet current and future organizational needs.

For IT Central Station users who are engaged with the “four pillars” of HR Talent Management: recruitment, performance management, learning and development and compensation management, buy-in of internal clients is key in establishing the best software choices. Budget and scale of deployment are always a factor in choosing Talent Management with the result being an on-premise, cloud-based or hybrid-cloud solution. Security and privacy are especially critical in this space due to the plethora of aggregated personal information, e.g. HIPAA, identification data and compensation.

Talent Management Solutions should be easy to implement and navigate. IT Central Station users look for agility and functionality to post positions, screen applicants, review resumes, schedule interviews and share calendaring. Users focus on criteria to capture, share and distribute comments with numerous decision makers, as multiple personnel review most candidates. In addition to communication, Talent Management software should align and provide access to stakeholders for policy information, handbooks, templates, employee data, benefits and payroll. There are many layers to Talent Management, and a successful system should easily integrate into corporate intranets and interact with other software platforms in the expanded enterprise.

Talent Management should deliver analytics for HR and Upper Management. IT Central Station users are on the front lines of Talent Management growth in the Software as a Service (SaaS) delivery market. This is an evolution of earlier application service provider (ASP) delivery models for HR software. Ultimately IT needs alignment with HR in developing data tracking, interaction, analysis and access for both management and other levels of the organization. Tech leaders such as IT Central Station will offer agile Talent Management solutions, which adds value and ROI to IT professionals.

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